WGU D352 – Employment and Labor
Law Exam Final Exam Prep (Latest
Update ) Questions and
Verified Answers | 100% Correct |
Grade A.
1. Which federal law primarily prohibits employment discrimination
based on race, color, religion, sex, and national origin?
A. Fair Labor Standards Act (FLSA)
B. National Labor Relations Act (NLRA)
C. Title VII of the Civil Rights Act of 1964
D. Equal Pay Act (EPA)
Rationale: Title VII prohibits employers from discriminating against
individuals because of race, color, religion, sex, or national origin. It
applies to covered employers and addresses discrimination in hiring,
promotion, termination, compensation, and other employment
practices.
2. An employer refuses to hire an otherwise qualified applicant because
the applicant is 55 years old. Which federal statute most directly
addresses this conduct?
A. Americans with Disabilities Act
B. Age Discrimination in Employment Act
,C. Family and Medical Leave Act
D. Occupational Safety and Health Act
Rationale: The Age Discrimination in Employment Act (ADEA) protects
individuals age 40 and older from discrimination based on age in
employment. Refusing to hire someone because of their age can
constitute unlawful age discrimination when the statute applies.
3. Which agency is primarily responsible for enforcing federal laws
prohibiting employment discrimination?
A. Department of Labor
B. National Labor Relations Board
C. Occupational Safety and Health Administration
D. Equal Employment Opportunity Commission
Rationale: The Equal Employment Opportunity Commission (EEOC)
enforces several major federal employment discrimination laws,
including Title VII, the ADEA, the ADA, and the Equal Pay Act. The EEOC
investigates discrimination charges and may pursue enforcement
actions.
4. Which statement best describes employment at will?
A. Employers may terminate employees only for documented
misconduct.
B. Employees must remain employed until the end of their employment
contract.
C. Either the employer or employee may generally end the
,employment relationship at any time, subject to legal exceptions.
D. Employers may terminate employees for any reason, including
unlawful discrimination.
Rationale: Employment at will generally allows either party to end the
employment relationship without a predetermined duration. However,
the doctrine has important exceptions, including statutory protections,
public-policy limitations, and certain contractual obligations. An
employer cannot use at-will employment as a defense to unlawful
discrimination or retaliation.
5. Which of the following is an example of disparate treatment
discrimination?
A. A neutral policy unintentionally disproportionately affects one
protected group.
B. An employee receives fewer hours because of a seasonal downturn.
C. A manager intentionally refuses to promote qualified female
employees because they are women.
D. An employer establishes the same attendance policy for all
employees.
Rationale: Disparate treatment involves intentional discrimination
against an individual or group because of a protected characteristic. In
this example, the manager is deliberately treating female employees
differently because of their sex. Disparate impact, by contrast, concerns
a neutral practice that disproportionately affects a protected group.
6. What is the primary purpose of the Fair Labor Standards Act (FLSA)?
, A. To regulate union elections
B. To prohibit workplace harassment
C. To establish requirements involving minimum wage, overtime, child
labor, and related wage-and-hour standards
D. To provide employees with health insurance
Rationale: The FLSA establishes federal standards concerning minimum
wage, overtime pay, child labor, and recordkeeping. It distinguishes
between exempt and nonexempt employees for overtime purposes and
establishes important wage-and-hour requirements.
7. Under the FLSA, which employee is generally entitled to overtime pay
when working more than 40 hours in a workweek, assuming no
applicable exemption?
A. An exempt executive employee
B. An exempt administrative employee
C. A nonexempt employee
D. An independent contractor
Rationale: Nonexempt employees covered by the FLSA generally must
receive overtime compensation for hours worked over 40 in a
workweek. Certain employees qualify for exemptions from overtime
requirements if applicable statutory and regulatory tests are satisfied.
8. An employee reports sexual harassment to human resources and is
subsequently demoted because of the complaint. Which legal concept
most directly applies?
Law Exam Final Exam Prep (Latest
Update ) Questions and
Verified Answers | 100% Correct |
Grade A.
1. Which federal law primarily prohibits employment discrimination
based on race, color, religion, sex, and national origin?
A. Fair Labor Standards Act (FLSA)
B. National Labor Relations Act (NLRA)
C. Title VII of the Civil Rights Act of 1964
D. Equal Pay Act (EPA)
Rationale: Title VII prohibits employers from discriminating against
individuals because of race, color, religion, sex, or national origin. It
applies to covered employers and addresses discrimination in hiring,
promotion, termination, compensation, and other employment
practices.
2. An employer refuses to hire an otherwise qualified applicant because
the applicant is 55 years old. Which federal statute most directly
addresses this conduct?
A. Americans with Disabilities Act
B. Age Discrimination in Employment Act
,C. Family and Medical Leave Act
D. Occupational Safety and Health Act
Rationale: The Age Discrimination in Employment Act (ADEA) protects
individuals age 40 and older from discrimination based on age in
employment. Refusing to hire someone because of their age can
constitute unlawful age discrimination when the statute applies.
3. Which agency is primarily responsible for enforcing federal laws
prohibiting employment discrimination?
A. Department of Labor
B. National Labor Relations Board
C. Occupational Safety and Health Administration
D. Equal Employment Opportunity Commission
Rationale: The Equal Employment Opportunity Commission (EEOC)
enforces several major federal employment discrimination laws,
including Title VII, the ADEA, the ADA, and the Equal Pay Act. The EEOC
investigates discrimination charges and may pursue enforcement
actions.
4. Which statement best describes employment at will?
A. Employers may terminate employees only for documented
misconduct.
B. Employees must remain employed until the end of their employment
contract.
C. Either the employer or employee may generally end the
,employment relationship at any time, subject to legal exceptions.
D. Employers may terminate employees for any reason, including
unlawful discrimination.
Rationale: Employment at will generally allows either party to end the
employment relationship without a predetermined duration. However,
the doctrine has important exceptions, including statutory protections,
public-policy limitations, and certain contractual obligations. An
employer cannot use at-will employment as a defense to unlawful
discrimination or retaliation.
5. Which of the following is an example of disparate treatment
discrimination?
A. A neutral policy unintentionally disproportionately affects one
protected group.
B. An employee receives fewer hours because of a seasonal downturn.
C. A manager intentionally refuses to promote qualified female
employees because they are women.
D. An employer establishes the same attendance policy for all
employees.
Rationale: Disparate treatment involves intentional discrimination
against an individual or group because of a protected characteristic. In
this example, the manager is deliberately treating female employees
differently because of their sex. Disparate impact, by contrast, concerns
a neutral practice that disproportionately affects a protected group.
6. What is the primary purpose of the Fair Labor Standards Act (FLSA)?
, A. To regulate union elections
B. To prohibit workplace harassment
C. To establish requirements involving minimum wage, overtime, child
labor, and related wage-and-hour standards
D. To provide employees with health insurance
Rationale: The FLSA establishes federal standards concerning minimum
wage, overtime pay, child labor, and recordkeeping. It distinguishes
between exempt and nonexempt employees for overtime purposes and
establishes important wage-and-hour requirements.
7. Under the FLSA, which employee is generally entitled to overtime pay
when working more than 40 hours in a workweek, assuming no
applicable exemption?
A. An exempt executive employee
B. An exempt administrative employee
C. A nonexempt employee
D. An independent contractor
Rationale: Nonexempt employees covered by the FLSA generally must
receive overtime compensation for hours worked over 40 in a
workweek. Certain employees qualify for exemptions from overtime
requirements if applicable statutory and regulatory tests are satisfied.
8. An employee reports sexual harassment to human resources and is
subsequently demoted because of the complaint. Which legal concept
most directly applies?
